Employment at Will
Employment at Will
Full-time / Part-time Employment
Fircreek Day Camp Summer Staff Positions
Camp Firwood Summer Staff Positions
Firwood Counselor-In Training Program
I. Employment at Will
Employment is with the mutual consent of you and the company. Consequently, both
you and the company have the right to terminate the employment relationship at
any time, with or without cause or advance notice. This employment-at-will
relationship will remain in effect throughout your employment with the company.
This employment-at-will relationship may not be modified by any oral or implied
II. Equal Employment Opportunity
The Firs employment policy will provide for its staff members the quality of
opportunity, regardless of race, color, sex, political affiliation, physical
handicap, or marital status, and will not show partiality or grant any special
favors to any staff member or group of staff members.
We expect all employees to show respect and sensitivity towards all other
employees and guests, and to demonstrate a commitment to the company's equal
opportunity objectives. If you observe a violation of this policy, you should
report it immediately to your supervisor, manager, or, if you prefer, to the
Director of Human Resources.
Violation of this policy may result in disciplinary action, up to and
including possible termination.
III. Non-Voluntary Termination Processing
All non-voluntary terminations will be approved in writing by the Executive
Director and the Director of Human Resources.
IV. Appeal Process
An appeal process will be provided for all employees who are non-voluntarily
terminated. The appeal process will be as follows:
1. An employee requesting an appeal will submit his/her request in writing to
the Human Resources Office no later than 10 days after his/her dismissal. The
request will contain the reasons why the original decision should be reviewed.
2. A review committee consisting of the Executive Director, Associate Director,
Director of Human Resources, and one other member chosen by the employee, will
review the decision and make a recommendation to the Board of Directors.
V. In the Event of Legal Action
The Firs and (employee's name) agree that, in the event that the representatives
of The Firs Bible and Missionary Conference and an employee have differences
that are unable to be reconciled, both parties voluntarily agree to binding
arbitration through the California Christian Conciliation Service. The cost for
the arbitration will be shared 75% by The Firs and 25% by the employee.